Common use of Pay Differentials Clause in Contracts

Pay Differentials. A. Incumbents in the class of Assistant Water Plant Operator who have or obtain a Grade 3 license shall be compensated five percent (5%) higher than that to which the employee is normally entitled, provided the incumbent is not in a probationary status and received an overall rating of at least “Achieved” on the most recent performance evaluation. Employees hired by the District after January 1, 2012, are ineligible for this differential. B. Incumbents of the classes of Senior Water Plant Operator and Water Plant Operator shall be compensated two and one-half percent (2.5%) higher than that to which they are entitled when they possess a valid Water Treatment Plant Operator Certificate issued by the State Water Resources Control Board, of one (1) or more grades higher than that required by their class. C. Incumbents of the classes of Senior Water Plant Operator, Water Plant Operator, Systems Control Operator III, or Systems Control Operator II, shall be compensated five percent (5%) higher than that to which they are entitled when assigned to a “relief” schedule for periods of not less than a twelve (12) week duration. D. Incumbents of classes who are assigned to work in the Vegetation Management Unit and who possess, maintain, and use in the regular course of their duties, a Qualified Applicators Certificate (QAC—pesticide spray card), shall be compensated five percent (5%) higher than that to which they are otherwise entitled. E. A swing shift differential of seven and one–half percent (7.5%) over the base hourly rate shall be paid to all District employees who work other than the 12-hour shift schedule and at least five–eighths (⅝) of the shift between 3:30 p.m. and 12 a.m. This premium pay shall not be allowed for time spent on vacation, sick leave, or leave with pay. F. A grave yard shift differential of ten percent (10%) over the base hourly rate shall be paid to all District employees who work other than the 12–hour shift schedule and of which at least five–eighths (⅝) of a shift falls between 12 a.m. and 8:30 a.m. This premium pay shall not be allowed for time spent on vacation, sick leave, or leave with pay. G. A night shift differential of fifteen percent (15%) over the base hourly rate shall be paid to all District employees who work on a 12–hour shift schedule for all hours worked between either 5:30 p.m. and 5:30 a.m. or 6:00 p.m. and 6:00 a.m. This premium pay shall not be allowed for time spent on vacation, sick leave, or leave with pay. H. Incumbents in the classes of System Control Operator III shall continue receiving their current differential as specified under previous agreements as long as they maintain their T–2 or higher certification. Any pay for such differential shall cease when an incumbent vacates the Systems Control Operator III class for any reason. Appointments made after November 17, 2008 to the Systems Control Operator series are ineligible for T–2 or higher differentials. Incumbents and future appointments to the Systems Control Operator series are ineligible for reimbursement for expenses entailed in taking courses, examinations or annual maintenance fees for Water Treatment Plant Operator certificates. I. Incumbents in the classes of Maintenance Worker III and Heavy Equipment Operator who obtain and maintain a valid crane certification shall be compensated five percent (5%) higher than that to which they are normally entitled. Senior Maintenance Workers that carried the crane certification prior to their appointment to that position will also be included for this differential. 1. Within the current District–established staffing guideline of a maximum of 12 crane operators eligible for a crane differential, the District has the option to specifically recruit for crane certification within any of these classes (the class specification would so indicate) and retains discretion to modify the staffing guideline if justified by future business needs and after consultation with the Union. J. Incumbents in the classes of Water Measurement Technician II, Water Measurement Technician III, and/or Senior Water Measurement Technician who obtain, maintain, and use in the regular course of their duties a valid certification as a backflow tester shall be compensated at a rate of two and one-half percent (2.5%) higher than that to which they are normally entitled. 1. Within the current District–established guideline of a maximum of three (3) Water Measurement Technicians eligible for backflow certification differential, the District has the option to specifically recruit for backflow certification within the above–mentioned classes and retains discretion to modify the staffing guideline if justified by future business needs and after consultation with the Union. K. Upon written approval of the Appointing Authority and the Deputy of Human Resources, an employee in a budgeted position in the class of Program Administrator shall receive a differential of two and one-half percent (2.5%) (i.e., equivalent to one salary range) in base salary when assigned on a continuing basis to provide direct supervision (i.e., develop work plans, complete performance evaluations, take disciplinary action) to one or more full-time equivalent (FTE) employees in budgeted positions. Such assignments and approvals are at management discretion and apply prospectively. The differential shall be effective the beginning of the first full pay period after all approvals, and shall cease the end of the first full pay period when the required supervision is no longer exercised or approval ceases. L. Incumbents in the Plant/Pipeline Maintenance Technologist series shall receive a one– time lump sum bonus equal to two and one-half percent (2.5%) of their annual salary upon obtaining D–2 certification. M. Plant/Pipeline Maintenance Technologist II’s shall receive a lump sum bonus equal to 2.5% of their annual salary upon obtaining a D–3 certification, Senior Plant/Pipeline Maintenance Technologists shall be compensated at a range of two and one-half percent (2.5%) higher than that to which they are normally entitled for obtaining a D–3 certification. Supervising Plant/Pipeline Maintenance Technologists shall be compensated at a range of five percent (5%) higher than that to which they are normally entitled for obtaining a D–4 certification. N. A confidential differential of five percent (5%) of base pay will be paid to employees, assigned by management, pursuant to the Employer/Employee Rules.

Pay Differentials. A. Incumbents in the class of Assistant Water Plant Operator who have or obtain a Grade 3 license shall be compensated five percent (5%) higher than that to which the employee is normally entitled, provided the incumbent is not in a probationary status and received an overall rating of at least “Achieved” on the most recent performance evaluation. Employees hired by the District after January 1, 2012, are ineligible for this differential. B. Incumbents of the classes of Senior Water Plant Operator and Water Plant Operator shall be compensated two and one-half percent (2.5%) higher than that to which they are entitled when they possess a valid Water Treatment Plant Operator Certificate issued by the State Water Resources Control Board, of one (1) or more grades higher than that required by their class. C. Incumbents of the classes of Senior Water Plant Operator, Water Plant Operator, Systems Control Operator III, or Systems Control Operator II, shall be compensated five percent (5%) higher than that to which they are entitled when assigned to a “relief” schedule for periods of not less than a twelve (12) week duration. 1. The Union and Valley Water agree that incumbents of the classes of Senior Water Plant Operator, Water Plant Operator, and Operations Liaison shall be compensated two and one-half percent (2.5%) higher than that to which they are entitled when they possess a valid Water Treatment Plant Operator Certificate issued by the State Water Resources Control Board, of one (1) or more grades higher than that required by their class. D. Incumbents of classes who are assigned to work in the Vegetation Management Unit and who possess, maintain, and use in the regular course of their duties, a Qualified Applicators Certificate (QAC—pesticide spray card), shall be compensated five percent (5%) higher than that to which they are otherwise entitled. E. A swing shift differential of seven and one–half percent (7.5%) over the base hourly rate shall be paid to all District employees who work other than the 12-hour shift schedule and at least five–eighths (⅝) of the shift between 3:30 p.m. and 12 a.m. This premium pay shall not be allowed for time spent on vacation, sick leave, or leave with pay. F. A grave yard graveyard shift differential of ten percent (10%) over the base hourly rate shall be paid to all District employees who work other than the 12–hour shift schedule and of which at least five–eighths (⅝) of a shift falls between 12 a.m. and 8:30 a.m. This premium pay shall not be allowed for time spent on vacation, sick leave, or leave with pay. G. A night shift differential of fifteen percent (15%) over the base hourly rate shall be paid to all District employees who work on a 12–hour shift schedule for all hours worked between either 5:30 p.m. and 5:30 a.m. or 6:00 p.m. and 6:00 a.m. This premium pay shall not be allowed for time spent on vacation, sick leave, or leave with pay. H. Incumbents in the classes of System Control Operator III shall continue receiving their current differential as specified under previous agreements as long as they maintain their T–2 or higher certification. Any pay for such differential shall cease when an incumbent vacates the Systems Control Operator III class for any reason. Appointments made after November 17, 2008 to the Systems Control Operator series are ineligible for T–2 or higher differentials. Incumbents and future appointments to the Systems Control Operator series are ineligible for reimbursement for expenses entailed in taking courses, examinations examinations, or annual maintenance fees for Water Treatment Plant Operator certificates. I. Incumbents in the classes of Maintenance Worker III and Heavy Equipment Operator who obtain and maintain a valid crane certification shall be compensated five percent (5%) higher than that to which they are normally entitled. Senior Maintenance Workers that carried the crane certification prior to their appointment to that position will also be included for this differential. 1. Within the current District–established staffing guideline of a maximum of 12 crane operators eligible for a crane differential, the District has the option to specifically recruit for crane certification within any of these classes (the class specification would so indicate) and retains discretion to modify the staffing guideline if justified by future business needs and after consultation with the Union. J. Incumbents in the classes of Water Measurement Technician II, Water Measurement Technician III, and/or Senior Water Measurement Technician who obtain, maintain, and use in the regular course of their duties a valid certification as a backflow tester shall be compensated at a rate of two and one-half percent (2.5%) higher than that to which they are normally entitled. 1. Within the current District–established guideline of a maximum of three (3) Water Measurement Technicians eligible for backflow certification differential, the District has the option to specifically recruit for backflow certification within the above–mentioned classes and retains discretion to modify the staffing guideline if justified by future business needs and after consultation with the Union. K. Upon written approval of the Appointing Authority and the Deputy of Human Resources, an employee in a budgeted position in the class of Program Administrator shall receive a differential of two and one-half percent (2.5%) (i.e., equivalent to one salary range) in base salary when assigned on a continuing basis to provide direct supervision (i.e., develop work plans, complete performance evaluations, take disciplinary action) to one or more full-time equivalent (FTE) employees in budgeted positions. Such assignments and approvals are at management discretion and apply prospectively. The differential shall be effective the beginning of the first full pay period after all approvals, approvals and shall cease the end of the first full pay period when the required supervision is no longer exercised or approval ceases. L. Incumbents in the Plant/Pipeline Maintenance Technologist Mechanical Technician series shall receive a one– –time lump sum bonus equal to two and one-half percent (2.5%) of their annual salary upon obtaining D–2 certification. M. Plant/Pipeline Maintenance Technologist Mechanical Technician II’s shall receive a lump sum bonus equal to 2.5% of their annual salary upon obtaining a D–3 certification, Senior Plant/Pipeline Maintenance Technologists Mechanical Technician shall be compensated at a range of two and one-half percent (2.5%) higher than that to which they are normally entitled for obtaining a D–3 certification. Supervising Plant/Pipeline Maintenance Technologists Mechanical Technician shall be compensated at a range of five percent (5%) higher than that to which they are normally entitled for obtaining a D–4 certification. N. A confidential differential of five percent (5%) of base pay will be paid to employees, assigned by management, pursuant to the Employer/Employee Rules. 1. The Union and the District agree that during the life of the MOU the District will not designate any Union Officers as confidential employees pursuant to the District’s Employer-Employee Relations Rules – Resolution No. 11-60. O. The parties will discuss the Association’s interest in making the Senior Management Analyst classification eligible for supervisory differential pay at the Labor Management Committee (LMC) within six (6) months of the effective date of this MOU. P. The parties will discuss the Association’s interest in increased certification pays at the Labor Management Committee (LMC) within six (6) months of the effective date of this MOU. Q. The Union and the District agree that upon written approval of the Appointing Authority and the Deputy of Human Resources, positions in the following classes will be eligible to receive a Supervising Differential of 2.5% when assigned, on a continuing basis, to provide direct supervision to two or more full-time equivalent employees in budgeted positions.